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<p>The field of nursing appears to experience high levels of turnover. Because of this, the goal of this study is to determine the impact of perceived supervisor support (PSS), perceived&#xa0;co-worker support (PCS), and technostress on nurse turnover intention (TI)<i>.</i> This study employs a structural equation model, and the findings showed that PSS had a considerable detrimental impact on the intention to leave. On the other hand, PCS has a negligible effect on the intention to leave. The moderating role of technostress in the relationship between reported organizational supervisor support, perceived co-worker support, and desire to leave the company was also validated by this study. Hospitals should prioritize fostering an environment that encourages social interaction, according to the research. With the help of this study, human resource managers can enhance their methods for reducing nurse turnover. This study’s relevance entails a meticulous and substantial contribution to the healthcare sector in Bangladesh, as well as in other developing nations. Efforts should be focused on implementing regulations and retention measures that effectively reduce nurses’ intents to leave the profession, hence enhancing healthcare delivery on a large scale.</p>

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Effect of Perceived Supervisor Support, Perceived Co-worker Support, and Technostress on Turnover Intention Among the Nurses in Bangladesh

  • 期刊论文

  • 发表日期：

    2025年3月31日

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  • Kazi Omar Siddiqi,
  • Md. Hasanur Rahman

摘要

The field of nursing appears to experience high levels of turnover. Because of this, the goal of this study is to determine the impact of perceived supervisor support (PSS), perceived co-worker support (PCS), and technostress on nurse turnover intention (TI). This study employs a structural equation model, and the findings showed that PSS had a considerable detrimental impact on the intention to leave. On the other hand, PCS has a negligible effect on the intention to leave. The moderating role of technostress in the relationship between reported organizational supervisor support, perceived co-worker support, and desire to leave the company was also validated by this study. Hospitals should prioritize fostering an environment that encourages social interaction, according to the research. With the help of this study, human resource managers can enhance their methods for reducing nurse turnover. This study’s relevance entails a meticulous and substantial contribution to the healthcare sector in Bangladesh, as well as in other developing nations. Efforts should be focused on implementing regulations and retention measures that effectively reduce nurses’ intents to leave the profession, hence enhancing healthcare delivery on a large scale.